December 8, 2025 • 39 mins
In this episode, we officially introduce Matt Hallock, the newest member of Mental Training Plan and the Co-Founder & Chief Performance Officer of MTP Biz—our new division bringing mental performance training to the corporate world.
Matt brings 25 years of corporate leadership, decades of experience coaching athletes nationwide, and a lifelong passion for serving and developing people. From managing Enterprise Rent-A-Car branches in his 20s to leading early-career talent development for Fortune 100 companies, Matt has seen firsthand how stress, burnout, imposter syndrome, leadership gaps, and performance pressure impact the modern workforce.
Together, we break down:
• Matt’s unique background in coaching, biomechanics, recruiting, and corporate leadership
• How his upbringing shaped a service-driven, people-first philosophy
• Why athletes and corporate professionals experience the exact same pressure patterns
• Why information isn’t training—and why mental performance tools actually stick
• The massive costs of burnout, turnover, and untrained middle managers
• The launch of MTP Biz and what early partner companies will receive
• How micro-learning, assessment, and coaching can transform culture & performance
If your company struggles with stress, retention, leadership readiness, burnout, or performance under pressure, this conversation shows why training the mind is no longer optional—it's the next competitive advantage.
Are you an ATHLETE looking to take your training to the next level? Check out our website to learn more about 1-on-1 training opportunities:
mentaltrainingplan.com/athletes
Are you a COACH looking for an affordable year-round mental performance training program? Check out the MTP Academy available through our website:
mentaltrainingplan.com/teams
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Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
SPEAKER_00 (00:00):
Hey, and welcome to the Coaching Minds podcast, the
official podcast of MentalTraining Plan.
Today, very special guest,joined by the newest member of
Mental Training Plan, ChiefPerformance Officer, co-founder
with the with me on the MTP bizside, Matt Halleck.
Matt, thanks so much for joiningus today, man.
(00:22):
Thanks, Ben.
Thanks for having me.
Excited to be here.
Yeah, this has been a this feelslike it's been a long time
coming.
Excited to be able to introducethe audience to you.
I've told this story before.
The first time I met you, Ithought you were full of crap.
The first time I met you, it waslike, there is no way that this
(00:44):
dude is just out of the goodnessof his heart, wants to help
other people.
Like pe people in corporateAmerica don't do that.
You know, I I don't know what Iwas necessarily expecting.
I had zero experience incorporate America, but it just
seemed like it just seemed likethat wasn't normal, that that
(01:06):
wasn't natural.
But the more I got to know you,and I mean that was what, shoot,
three years ago, and I had tworeally close friends who I
respect and trust that werelike, you gotta meet this guy.
You guys share a lot of the samevalues.
And you know, here we are, themore I've gotten to know you,
the more it is really genuinelylike, yeah, he's a good people
(01:28):
with a with a servant's heartwho wants to serve others.
Talk to us maybe just a littlebit, like where where'd that
come from?
Because I don't think that's a anormal thing necessarily.
SPEAKER_01 (01:40):
Yeah, 100%.
And I and I get that samesentiment from a lot of
individuals that I first meet.
They're like, Who are you?
You do all these things.
Um, and it comes from uh agenuine interest in humanity and
serving other people.
So I would say um that it stemsfrom the bloodline.
It goes back um to to my motherand father and and laying the
(02:02):
foundation of who we are asHallecks.
Um my mother um just uh wasalways out in the community
through church, um,mission-driven philanthropy,
volunteerism.
And then my father was anall-American football player and
then uh GA and then head coachof Sienna College, now Sienna
University, out of Loudonville,New York, and I was his
(02:24):
sidekick.
I was by my father's side,seeing him impact, um, guide,
lead, and empower young men.
But back in the 80s, with adifferent approach, was it not
like do this everybody?
It's getting to know the human,um, what makes them tick, their
personality and characteristictraits, and then massaging
(02:45):
communication and be able toguide, lead pack, impact, and
and kind of steer um whatevertheir motivators are.
And that's kind of led me to whoI am today, Matt Halleck kind of
2.0 of my father, and justreally uh a burning desire and
passion to help other people.
SPEAKER_00 (03:05):
Yeah, and I I know that uh when when we first
started talking, it was reallyjust on the sports side.
There had been multiple peoplethat had told me, like, hey, you
should go into the the corporateworld and do this.
They need it too.
And I was like, I don't knowanything about the corporate
world.
I don't know how I'm gonna beable to do that.
And then I had a conversationwith a guy that I coached youth
(03:26):
football with, and he startedtelling me about this company
that he had taken over, and theymerged two offices, and he
talked about some of the burnoutthey were experiencing and some
of the some of the doubt andsome of the building a new
culture and sort of you know theuncertainty in the environment.
And as he was talking about allthese things that these people
(03:47):
were experiencing in his office,it was like, oh, well, we got
tools for that.
Like I I can help those people.
And you know, I I called Icalled you.
You were literally the the firstphone call after that, because I
I know you had mentioned it inthe past, and I was like, no,
no, no, I help athletes.
That that's my lane, and I'mgonna I'm gonna stay in there.
(04:07):
But you know, talk to us just alittle bit about you know the
the decades of corporateexperience that that you have.
SPEAKER_01 (04:16):
Yeah, and I think, excuse me, I think that's the
uniqueness to just me as a humanand and what I've been exposed
to.
Um, one on the athletic side,and we can get that as a
high-level collegian athletethat has coached baseball and
softball athletes across thecountry.
Um, but from a corporatestandpoint, uh been in corporate
America for 25 years, um, had aunique ability post-athletics at
(04:40):
university um to manage my ownpeer group in my 20s, uh unique
ability to guide, holdindividuals accountable that
were of my same age in aleadership capacity.
My 25 years in corporateAmerica, I've continued to do
that lead delivery teams, earlycareer talent all the way up to
my 50s now, but I've always beenin that pocket.
(05:03):
Um, so it spans um EnterpriseRent ACAR for seven, eight
years, opening and managingmultiple rental branches.
And then for the last 16, havebeen in talent acquisition um
and recruiting for Fortune 100and 500 companies, and about 14
of those years have been earlycareer talent development and
(05:23):
recruiting.
So, really understanding thepocket of transitioning out of
university early in one's careerand really what the challenges
are from a mental healthstandpoint that they go through
just in that transition, let italone all the stressors of work
in whatever position thatthey're in that they've never
been in before.
So to be a part of kind of thethe biz side of mental training
(05:47):
plan because I've been living inthat capacity as a leader and
providing guidance to thosestruggles and stressors that
come up where there's no kind ofguidance or training around it.
SPEAKER_00 (06:01):
Yeah.
And I I think you and I, you andI had a lot of similarities
because obviously the the rootsof mental training plan do start
on the athlete side.
Like uh, you know, where wherewe where we kind of had to learn
on the fly was just me trying tohelp our football players
perform at a higher level, whichturned into, oh, the whole team
(06:24):
needs it, not just my players,which turned into all the teams
that our school need it, whichturned into all the other sports
that all the other schools alsoneed it, which is now turning
into really everybody needsthis.
And so talk talk us, talk usthrough kind of your journey
from athlete to to corporate tocoaching daughter in travel
(06:47):
softball, to you know, whereyou're at now, hitting
instruction, biomechanics,vision, adding in now the mental
training side of things, justthe maybe the the passion for
helping people that's been kindof weaved in the whole the whole
way.
SPEAKER_01 (07:02):
Yeah.
So I we will go back to college.
So to age myself, 25 plus years.
Um coming out of Mount St.
Mary College in in kind of, Iwould say upstate New York, um,
but in the Hudson Valley region,um, went into Enterprise Rent A
Car, was a student athlete,right?
And that was kind of theirrecruitment of those individuals
(07:23):
that had the attributes thatmost hiring managers look for in
any organization, drivedetermination, could
self-assess, was very coachable,um, could perform as an
individual, but also within ateam-based setting, and then was
just extremely resilient.
So that's kind of the attributesof an athlete, um, but what most
hiring managers look for.
(07:44):
So, Enterprise Rent ACAR, like Isaid earlier, went through that
program as a management traineeand then into the managerial
ranks of managing and openingrental branches.
So, understanding a PL,marketing sales, um, everything
around a business.
Um now we shift into about 2007,2008 transition to the
(08:04):
recruitment world, what I whereI've been in in essentially
human psychology andinterviewing, being able to
identify individuals throughcommunication, question and
answer, are they gonna be amatch for an organization's
hiring model or an opening uh tobe able to make an impact on
whatever that position may be.
(08:25):
Uniquely enough, then I'd turn afather and I have my firstborn,
my daughter, right?
Um, so as a former baseballplayer, obviously she was
voluntole she was gonna beplaying softball.
Um, and that turned into her ateight years old winning a
Florida State Championship forEast Bay Youth Athletics, which
then the parents said, let'splay travel softball.
(08:47):
And I said, You have no ideawhat you're getting into.
Um, that's really what startedmy coaching ranks as far as you
know, morphing into my father.
Now I am in my mid to late 20scoaching um female youth
athletes on the softball side.
Um, they ended up going on a rununder the helm of myself and
(09:07):
some of the other coaches beingpicked up by a national brand
out of Southern California, theOC Bathbusters.
So uh this small local travelteam at nine years old, leading
through 16, next thing you know,I'm across the country coaching
high-level elite travel, fastpitch softball.
And that's where I think I gotthe foundation of just coaching
(09:28):
and understanding the game andthe human a little bit more in
high stressful scenarios that Ialways saw on the corporate side
because I was living in it, um,and the stressors there, but
really at an elevated level,seeing it at elite travel, fast
pitch softball.
And I was like, wow, there's somuch crossover.
Didn't know about mentaltraining plan.
It wasn't even a thing that atthis point, it wasn't really
(09:50):
talked about.
Um, but that kind of laid thefoundation to kind of my brand.
Others developed my brand as thehitting guy, really just
understanding humans,biomechanics, kinesiology, all
of that was accelerated kind ofin 2021 when I opened Halleck's
Hitting Garage and was doingindividualized and group
organization hitting instructionand camps, um, and was
(10:14):
identified as somebody that's avery good communicator that
could chameleonize himself to aseven-year-old up to a
professional athlete, wasbrought into Louisville Slugger
Hitting Science Center, um, gottied into Dr.
Phillip Stoddard, who's the MLBconsultant for lower extremity
and ground pressure technology.
All that technology was fundedby Michael Jordan and Black Cat
(10:35):
Ventures.
So my world opened up throughnetworking because I had a
passion to just help others.
That's literally what it wasgoing back to, you know, our
commonalities, Ben, and in justa mission of helping other
people.
Um, all the while now I'mtransitioning as a recruiter and
I'm recruiting early careertalent in Fortune 100 and 500
(10:56):
financial companies across ourcountry for the Department of
Defense for our government.
So you talk about stress there.
And a lot of these weird kind ofsimilarities were coming up with
just stress levels and anxiety,fear, doubt, lack of confidence
amongst the softball, baseballworld of the athletes in
corporate America that I'mworking in and recruiting.
(11:16):
So we get to the period wherewe're at now, and you know, you
say it all the time, and usingyour tagline, really got an
understanding now over 25 yearsof corporate America coaching
athletes, being inside ofcorporate America with early
career talent or just incorporate America alone.
Um you don't have an accountantbrain, baseball brain, a sales
(11:39):
brain, you're from France, aFrance brain.
You got a human brain and in allthe pressure and high stress
moments and things that we puton ourselves, either based on
what's going on, theenvironments that we're in,
either a game or under pressureon a deadline or a matrix or
KPI, leads us to this podcastand what we're going to be doing
(11:59):
on the business side.
So for that, I'm extremelyexcited.
Again, just to help people uhand better equip them to handle
stuff that comes up in everydaylife.
SPEAKER_00 (12:12):
Yeah.
And that, you know, the thesimilarities, the more the more
that I've actually hadconversations with humans who
have been in corporate America,you know, whether that's
burnout, high pressureenvironments, talent retention
issues, promotions withoutproper leadership training for
(12:32):
this new middle management roleyou have, people who know the
job but can't lead people, fear,doubt, imposter syndrome,
decision fatigue, lack ofconfidence.
Like the the list goes the listgoes on and on.
But talk to us just a littlebit, um, maybe maybe what was
(12:53):
exciting for you about mentaltraining plan because you know,
obviously we live in thisinformation age where you can't
get on, you know, social.
Well, at least not by algorithmfeed.
I I can't open up without, youknow, somebody telling me to do
this or just go outside and gofor a walk, or you know, these
the the different ways that youcan handle things, the all the
(13:17):
flood of information, you know,all the ways that we we say, oh,
just do this, or we we say it'snot that big of a deal, like
specifically in the corporateenvironment.
What what have you seen that hasled you to to really believe in
(13:38):
this system that we're gettingready to introduce in the
corporate world?
SPEAKER_01 (13:42):
Yep.
Um, well, it stems from thefoundation of mental training
plan on the athletic side, whichis exactly the middle word
training, um, and repetition anda systemized plan or curriculum
of microlearning that you caninject within your coaching or
training for it to resonate inindividuals that have access to
(14:02):
tools that they can do tomitigate stress, worry, doubt,
fear, all the things, right?
We have that on the athleticside.
I've been using it andincorporating it since knowing
you over two years with theathletes.
And it's the biggest deficiencyon the corporate side is that
there is no training.
Um, there's new higher trainingwithin the CRM or operating
(14:25):
system that you're gonna becoming into an organization
using as far as the computersystem.
There's training on the actualjob that you were hired and
employed to now do, but toactually handle adversity, to
handle the stressors that aregonna be coming with the job, to
handle the doubt or even theimposter syndrome of I was this
(14:47):
prior to this job, and now I'mcoming in and I have to create
this new identity.
There's things subconsciouslyand consciously that are gonna
come up that would unfortunatelymay deter an employee not to
perform at their capabilities ofwhat they were hired at.
So to have an actual devisedassessment and then
(15:09):
micro-learning training, um, itjust resonates more.
Like you said, because of show avideo, I'm gonna retain it in
maybe an hour.
Is it really gonna sit with me?
I'm gonna be able to regurgitatesomething in three months when
I'm up against a projectdeadline, right?
Um so to have a have an actualsystem design for corporate
(15:29):
America that they can leverageacross the whole organization,
continuing education of mentalhealth training to alleviate
burnout, stress, help retainemployees' longevity, um, and
ultimately raise productionbased on what you wanted to do.
Um, so for that, I'm so excitedbecause I see how valuable it is
(15:53):
on the sports world, but it justwalks in parallel in the
corporate world as well.
SPEAKER_00 (16:00):
Yeah, I know on the athletic side, there was there
were quite a few coaches whothey felt like they just had a
buffet of different mentaltraining tools.
And it was like, I read thisbook once, or I, you know, I
went to this talk one time, andand a lot of times it was here,
just go listen to this podcast,which is wild to me because you
(16:22):
know, on the uh the football,I'll speak to the football side.
If you don't have a legitimatestrength and conditioning
program, you're not seriouslycompeting for state
championships at the high schoollevel.
There are no coaches anywherethat are saying, hey,
weightlifting is reallyimportant.
Why don't you go like do that athome, you know, in somebody's in
(16:44):
somebody's basement or you know,work out with your uncle in the
garage.
No, it's we're gonna make timefor this because it's important.
We're gonna have a system,there's gonna be periodization,
there's gonna be, you know, allof these things.
The the feedback, you know, itwe we need to know on the sports
world, like, is this working?
We've got teams that aretraining year-round, you know,
(17:06):
football teams that are trainingyear round to go compete in
Indiana a guaranteed 10 times.
I mean, in in a in a salesenvironment, you might have 10
sales calls in a day, in a in amorning, potentially, where
you're either quote unquotegonna win or gonna lose.
Right.
You know, and and corporateteams that or I'm sorry,
(17:29):
athletic teams that maybe theythey lack training that sticks.
You know, I know early on whenwe knew there was a problem, we
would bring in a sportspsychologist and and they would
give a talk.
And at the end of that 45minutes to an hour, it was like,
wow, that was really great.
That was really powerful.
(17:50):
And there's this group over hereof like seven guys who they
their hand they're getting soshaky, like this doesn't have
anything to do with them.
They need tools to be able tocontrol their body, and then we
got this group of athletes overhere that lack any anything
resembling emotional control.
And so it's like, how do we howdo we customize this to the
(18:12):
individual?
Um, how do we how do we teachthese tools in February that
guys are going to be able to usein a state championship game the
following November?
Um, you know, being able to justreach down into that toolbox and
grab something that works.
And I I think that's maybewhat's differentiated us.
(18:33):
Talk to us about like the thebenefit that has on the
corporate side.
SPEAKER_01 (18:38):
Um it's gonna be transcending, is what it is.
And I there's so much with theadvent of AI, um, Power BI on
the SharePoint side, there's somuch data collection um in
performance of output of ahuman.
Once they gather that trainingand development departments or
(18:58):
leaders are then saying, okay,based on this output, this is
where we want to be, this iswhere we are.
Let's give them more physic inthe sports terms, physical
training.
Let's give them more reps, likea better way to process the
output.
There's nothing internal on theactual human and identifying
(19:21):
what may be off with them, theirnervous system, what their worry
is, maybe it's focus.
We don't know, right?
All we know is we're here, we'regenerating this amount of
revenue, or we're hittingproject deadlines at this time.
Let's look at the process andnot looking at the individual
human through a training planthat can be universally spread
across the organization toimpact what they're looking at.
(19:44):
So I think that that's againoverutiling the term, the
deficiency in corporate America,but this is universally across
the globe, is that there is nointernal look at the human.
Um, if there is some mentalawareness weak.
It's exactly to our pointearlier.
They're watching a video.
You're not giving them anytools.
(20:05):
It's a motivational video thatthey're going to feel good about
something or have some kind ofself-assessment for a very short
period of time.
But in Q2, Q3, Q4 into nextyear, do they have a set of
skills that they've consistentlydedicated intentional time
blocks of training to thenemploy to bring down their heart
(20:27):
rate so they can focus more onthe next sales call because the
last person cursed them off ortold them you're the 15th person
that called me, don't ever callme.
So I think that's where I'm soexcited about all things mental
training plan.
Um, but into the corporateworld, because again, it just
runs so parallel to what we youand I both see on the athletic
(20:48):
side in all the same feelingsthat people are experiencing um
in corporate America that havezero training.
And if they they want it, right?
It's just which corporations aregoing to jump on it early enough
to really drive retention rates,hold employees, mitigate burnout
(21:09):
and drive higher revenue andservice scores.
SPEAKER_00 (21:13):
Sure.
So, you know, obviously we workwith individuals on the sports
side.
We work with athletes who justthey need to be able to perform
better.
They when the when the game ison the line, they need to be
able to make that shot, sinkthat putt, catch that pass,
whatever.
We we work with coaches, youknow, the the assistant coaches,
(21:35):
the coordinators, the I I gotpromoted up to here.
I'm now not just leadingplayers, but now I'm I'm leading
other adults also.
Um, you know, how do we so someleadership elements, some
interacting with other people,some, you know, the way that the
way that I treat someone, actaround someone is now this thing
(21:59):
that somebody else has to dealwith.
Um, you know, from a from a headcoach standpoint, building that
culture where success is kind ofthe the expectation.
And, you know, we can I I cantake you back through sports
teams and I can show you, let'slook at this decade versus this
(22:20):
decade, before we had all ofthis stuff in place and after we
had this stuff in place.
I can show you free throwpercentages, I can show you
serve percentages, I can showyou point differentials, I can
show you postseason success,state sectional, regional,
semi-state championships.
Like we have the data to showyou if you do this well, it
(22:46):
works.
There's a reason thatprofessional sports
organizations spend so muchmoney.
There's a reason that Olympics,Olympic teams spend so much
money on this.
Like it, it works and we canprove that.
And as we as we sort of shiftinto this this new business
phase, this, you know, takingthis out to corporate America,
(23:09):
in your mind, what are what aresome of those benefits that
we're gonna be able to track?
We're gonna be able to measure,those KPIs that'll show up where
we can say a year from now, twoyears from now, 10 years from
now, look, this works if you doit.
Whether that's at the individualcontributor level, you know, uh
(23:30):
somebody on sales call, like wetalked about, the middle
management level where I'mstarting to lead other people,
or that very top CEO positionwhere I'm creating this culture
and this environment wheresuccess isn't just a hope, it's
it's the expectation of what'sbeen built.
Yep.
SPEAKER_01 (23:47):
Um the the first point, it goes back to it is
it's it's a blueprint, right?
It's a blueprint for success.
Um there's gonna be so muchpartnership from a data
collection standpoint, butreally looking at across an
organization, multipledepartments, right?
You have revenue producers andyou have non-revenue producers
in an organization.
(24:08):
Everybody at some point hastasks and they have deadlines.
Um, on the sales side, it'sgonna be very, very easy.
Um, because the biggest thing onthe sales side that a lot of
organizations look at areretention rates, because it's
usually the highest turnoverbecause it's the most stressful
job and the most challenging jobinside of an organization.
(24:30):
The cost associated to turningover and hiring another
individual into yourorganization is mind blowing.
Um, so if we can retain anindividual, give them a set of
skills and tools that they canuse to carry the longevity of
that individual through anorganization, the monetary
benefit for an organization ishuge.
(24:52):
Now, on top of that, the ROI isthat person's gonna be driving
in higher production numbers,either outbound activity to go
outbound and obtain business,um, and and to retain that
business from a service level.
They're gonna be able to handlethe stressors of being a client
partner to somebody that theybrought on.
So the the KPIs or matrix aregonna be staggering when you
(25:17):
incorporate mental training intothe business world because they
will equally be able to walk inline with all of the performance
indicators, performancequarterly reviews to not only
the individual teams, theindividuals on this team, but
also scorecarding and servicelevels to clients and customers
they support.
(25:38):
So there's just gonna be so muchimpact when you can incorporate
an actually systematicblueprinted training plan, not
just for new hires, but that iscontinuing education throughout
the year through theorganization that's gonna have
multiple impacts internally andthen externally to customers and
clients that they serve.
SPEAKER_00 (25:56):
Yeah.
And I know when when we startedthis back in back in 2013 with
the the high school footballteam, I can tell you there were
not, there were not high schoolfootball teams that were doing
this.
No.
It was, you know, the the factthat we were doing anything on
the mental side of the game,which in the past had been
reserved for like professional,Olympic, big-time Division I
(26:20):
programs, the fact that we weredoing anything, that that gave
us a clear competitiveadvantage.
And, you know, I would say wehad uh about a month ago, I had
my first, I won't say the, Iwon't say the state, but it was
the it was the largest highschool in a in a nearby state,
just hired a mental performancecoach.
(26:42):
That was going to be theirfull-time job for every team and
every athlete within that highschool.
And, you know, that it's it'sgoing there's going to be a
shift as more and more schoolsbuy in, as more and more teams
buy in.
You know, just likeweightlifting is now, if you're
not training the mind, you'renot going to be seriously
(27:04):
competing at the highest levelthat you could be.
Um and in corporate America, Ithink this is this is kind of
one of those differentiatorsthat early on, you know, we're
we're not we're not here to helpsomebody, just like we're not
here to help the athlete thatjust wants to show up and wear
(27:25):
the jersey to school and be partof the team.
Like we're we're not gonnanecessarily help the the nine to
five worker that just wants togo in, punch time card, and make
it to the weekend.
That's that's not our clientele.
We're trying to reach those highperformers who are looking to
elevate what they're able to doin these high performance, high
(27:46):
pressure situations.
And, you know, just like themilitary skills and tools
trickle down into sports, eventhough our our life is not on
the line in a football game.
But by golly, if it can helpthose men and women in those
high pressure situations, youbetter believe it's gonna help
me make this kick, shoot thisbasket, sink this putt.
(28:08):
And the the same is true.
You know, if it's good enough tohelp these guys regain their
composure in game seven of theWorld Series, it's gonna help
you reset after you getrejected, after you know,
somebody loses their mind, aftera customer lights you up, after
your boss lights you up, afterfilling the blank.
(28:28):
It's it's going to help you.
And so I guess as we as we sortof look at into the future, uh
the you know, really we'relooking for four companies in
the Indianapolis area, and we'relooking for four companies down
by you in that that Tampa area,that Central Florida area, who
(28:50):
are saying, yes, we want to havethat differentiator.
We want to be able to have ourmen and women perform at a
higher level and to be incontrol of their mind and body
so they can be at their bestwhen it matters the most.
You know, talk about talk aboutmaybe who would be a good fit as
(29:10):
we look for these kind ofinitial candidates, initial
clients that we're gonna be ableto help out.
SPEAKER_01 (29:16):
Everybody.
But uh yes, there this needs tobe at every corporation, every
high school, every highereducation university.
I mean, it's just it at theperiod of time that we're where
we are, there is so muchinfluence, distractions,
stressors that are coming fromvarious angles, electronically,
out in the real world, throughour jobs, through our finances,
(29:38):
um, as husbands, fathers,brothers, sisters.
It's there's just so much rightnow in 2025.
And it's only gonna get, I don'twant to say worse, but there's
only gonna be more influence ofstress um and pressure.
But I would say the the biggestthe biggest efficiency are gonna
be, like I said, four up in theIndianapolis area, four in
(30:00):
Tampa.
This could be universally acrossthe lower 48, but early career
talent employers, I think, isthe biggest deficiency.
When you have an employer andit's just a pocket that I know
very well for 16 years thathires predominantly early career
talent, college graduates orindividuals post-graduation that
(30:22):
are in that one to five yearjust starting in corporate
America pocket.
There is so much going on from alike neurological standpoint of
that human being coming intocorporate America that they
there's just no training forthem within dealing with
everything that's going to becoming up.
(30:44):
You can talk about it, you canprep for it, you can read all
about it, but there's nosystematic training that is
injected into new highertraining and continuing
education for those employersthat really dominate the market
for early career talent hiring.
So universally across alldepartments, marketing, finance
and accounting, data analytics,technology, human resources
(31:08):
recruiting, but that that SDR,BDR, sales development
representative, businessdevelopment representative, but
anybody in outbound B2B, B2Csales, but universally any
company, this is where it'sgonna have the a dramatic
transitional impact in yourorganization in all things.
(31:28):
And the biggest thing, probably,Ben, and you mentioned it, is
gonna be culture.
Um, it's talked about, it'sslapped on walls from a branding
and marketing standpoint.
It's pushed out on social mediafor companies.
But if you want to create aculture of excellence,
high-level service, performance,you got to build it by the
individual and the human and howthey handle adversity, stress,
(31:53):
doubt, worry, lack ofconfidence, focus.
That'll be universally thenapplied across the organization
when you can work with the humanfirst.
And that's what mental trainingplan is going to do on the
business side.
Yeah.
SPEAKER_00 (32:05):
And I've got I've got a uh I've got a meeting with
a coach who he's a high schoolfootball coach here in Indiana,
and we're getting ready to haveour end of the season review
meeting, and he's getting readyto renew his subscription for an
(32:25):
obscenely low amount that I tellhim every year, make sure don't
let that credit card expire,man.
Like whatever, whatever weagreed to, as long as you want
to keep that that activemembership, we're gonna we're
gonna honor that.
So that you know, there'sthere's certainly some room
early on here for some earlyadopters to be able to get a ton
(32:46):
of value at a super discountedrate, understanding that this is
still being built out.
There, there are going to be,you know, so certainly some
learning that happens along theway, but that's that's the that
that's really the root of wherethis whole thing started.
It was let's partner up withWestfield football, which I'm
(33:10):
already coaching.
And every year, I mean, we'rewe're in it and we're gonna
figure out what's not goingwell, how do we fix it, what is
going well, the assessments, thealignment, the training, the the
ongoing, let's let's keepraising the bar, let's keep, you
know, teach the basics and thenfigure out where are we still
lacking and keep adding to thattoolbox.
(33:32):
There's there's certainlythere's certainly some big
advantages to getting that thatcustomized kind of one-on-one
service as we develop, you know,sort of the the automated
system, if you will, which isthat that's what the MTP Academy
is now on the sports side.
Yeah.
So that a team like South RipleyHigh School basketball team can
(33:56):
literally just pick it up, plugit in, do it, and see immediate
results in win percentages, freethrow percentages, all of the
above.
So, you know, I'm I'm excited.
It's certainly gonna go a lotfaster this time around because
it's already systematized.
We've already got all the toolsin place.
Um, we we've already got all ofthat, but just finding a way to
(34:19):
to fit this perfectly into whatdifferent businesses are looking
for so that we can we can overthe next you know two to five
years really build this intosomething that that is plug and
play, that we can just say, hereyou go, it's ready to train your
people.
SPEAKER_01 (34:37):
Yeah.
Well, and like I said, I'm whatI'm excited about, and I've been
very blessed and lucky over thecourse of my 25 years in
corporate America to be a partof ground floor innovation
partnerships, something new.
Um, there's some specialtyexcitement about that.
And like you said, there's somecustomization and true
(34:59):
partnerships in collaboration.
Um, so not that client number100 is not gonna get the same
level high-touch service, butthere is something special with
these first eight to 20 clientsum that will be onboarding and
and and helping through thisprocess and in being a change
agent to the way corporateAmerica is gonna have to uh
(35:22):
navigate, given one, the exit ofGen X and Boomers and the influx
of millennials and Gen Z's andeverything that they bring with
them because of what they'vegone through and how they've
been raised and brought up inour society.
I'm just ready for and superexcited, and especially because
(35:42):
of the I just have a burningpassion to help people, Ben.
Um, because it's the wave ofwhat corporate America is going
to, right?
The millennials and Gen Z's aregonna be running every
for-profit, every non-profit,state and local government,
federal, every sports team,everything.
Um, and with that comesindividuals that are very
(36:05):
empathetic, they want to becoached, they want to be given
feedback, they want to do good.
We are just gonna be the onesthat are gonna help corporations
that employ these individuals,that are gonna be run by these
individuals with an actualblueprint of training that's
consistent so they can handleall the stressors that come with
just life in general.
SPEAKER_00 (36:25):
Love that.
We're gonna be we're gonna beslow to roll out the MTP biz on
the on the website side.
But for now, if you'reinterested in in doing something
like this, you're interested insaying, hey, let's have a
conversation about what this isgonna look like from the
assessment where we figure outthe data points, where are your
(36:46):
people actually at?
Where's your culture actuallyat, to the alignment meeting,
making sure that that weinterpret the data the same way,
come up with the sameobjectives, um, the the training
itself, you know, doing it overa 12-week, you know, micro
learning type of sprint wherewe're saying on a weekly basis,
(37:07):
here's here's a five-minutevideo, 10 minutes worth of
activities, um, some coachingtouch points along the way, and
then a reassessment at the end.
If you're interested in that,you feel like this gives us a
competitive advantage.
Uh, this helps our peopleperform at a higher level.
This helps us with burnout, thishelps us with retention.
(37:28):
This helps us, you know, ourpeople are in a better mood.
They enjoy their job more, theyhave better customer
interactions, they have betterinteractions with each other.
The, you know, the culture isjust changing to, you know,
however you define success,whatever that looks like,
whether that's impact, reach,growth, what whatever that may
(37:48):
be.
Head on over to mentaltrainingplan.com, fill out the
the contact us form at thebottom, or just reach out via
social media.
It's super easy to find me.
Just search for Mental TrainingPlan, and uh I pretty much
guarantee you that I'veretweeted or reposted something
of Matt and vice versa.
(38:09):
So as we uh as we continue, um,you know, certainly excited to
partner with Matt, excited to bea co-founder on this this new
division that's gonna have uh areally big and impactful reach.
If you're interested in beingone of those first early
adopters, reach out to us.
We'd love to have a conversationand talk about you know what
(38:31):
next steps look like.
Well, Matt, thank you so muchfor joining us.
Excited for what the futureholds, excited for this new
partnership.
Uh, thank you for for what youbring, not only to mental
training plan, but also to meindividually, and certainly
appreciate your time hopping onhere today.
SPEAKER_01 (38:48):
Absolutely.
Thank you, Ben.
Yeah, I've been leveragingmental training plan on the
athletic side with the athletes'uh teams and organizations that
I coach.
I'm just equally, if not moreexcited to really impact um a
larger scale of human, which iswithin the workforce.
SPEAKER_00 (39:05):
Love that.
Well, as always, until nexttime, make your plan and put it
to work.
Hey, and welcome to the Coaching Minds podcast, the
official podcast of MentalTraining Plan.
Today, very special guest,joined by the newest member of
Mental Training Plan, ChiefPerformance Officer, co-founder
with the with me on the MTP bizside, Matt Halleck.
Matt, thanks so much for joiningus today, man.
(00:22):
Thanks, Ben.
Thanks for having me.
Excited to be here.
Yeah, this has been a this feelslike it's been a long time
coming.
Excited to be able to introducethe audience to you.
I've told this story before.
The first time I met you, Ithought you were full of crap.
The first time I met you, it waslike, there is no way that this
(00:44):
dude is just out of the goodnessof his heart, wants to help
other people.
Like pe people in corporateAmerica don't do that.
You know, I I don't know what Iwas necessarily expecting.
I had zero experience incorporate America, but it just
seemed like it just seemed likethat wasn't normal, that that
(01:06):
wasn't natural.
But the more I got to know you,and I mean that was what, shoot,
three years ago, and I had tworeally close friends who I
respect and trust that werelike, you gotta meet this guy.
You guys share a lot of the samevalues.
And you know, here we are, themore I've gotten to know you,
the more it is really genuinelylike, yeah, he's a good people
(01:28):
with a with a servant's heartwho wants to serve others.
Talk to us maybe just a littlebit, like where where'd that
come from?
Because I don't think that's a anormal thing necessarily.
SPEAKER_01 (01:40):
Yeah, 100%.
And I and I get that samesentiment from a lot of
individuals that I first meet.
They're like, Who are you?
You do all these things.
Um, and it comes from uh agenuine interest in humanity and
serving other people.
So I would say um that it stemsfrom the bloodline.
It goes back um to to my motherand father and and laying the
(02:02):
foundation of who we are asHallecks.
Um my mother um just uh wasalways out in the community
through church, um,mission-driven philanthropy,
volunteerism.
And then my father was anall-American football player and
then uh GA and then head coachof Sienna College, now Sienna
University, out of Loudonville,New York, and I was his
(02:24):
sidekick.
I was by my father's side,seeing him impact, um, guide,
lead, and empower young men.
But back in the 80s, with adifferent approach, was it not
like do this everybody?
It's getting to know the human,um, what makes them tick, their
personality and characteristictraits, and then massaging
(02:45):
communication and be able toguide, lead pack, impact, and
and kind of steer um whatevertheir motivators are.
And that's kind of led me to whoI am today, Matt Halleck kind of
2.0 of my father, and justreally uh a burning desire and
passion to help other people.
SPEAKER_00 (03:05):
Yeah, and I I know that uh when when we first
started talking, it was reallyjust on the sports side.
There had been multiple peoplethat had told me, like, hey, you
should go into the the corporateworld and do this.
They need it too.
And I was like, I don't knowanything about the corporate
world.
I don't know how I'm gonna beable to do that.
And then I had a conversationwith a guy that I coached youth
(03:26):
football with, and he startedtelling me about this company
that he had taken over, and theymerged two offices, and he
talked about some of the burnoutthey were experiencing and some
of the some of the doubt andsome of the building a new
culture and sort of you know theuncertainty in the environment.
And as he was talking about allthese things that these people
(03:47):
were experiencing in his office,it was like, oh, well, we got
tools for that.
Like I I can help those people.
And you know, I I called Icalled you.
You were literally the the firstphone call after that, because I
I know you had mentioned it inthe past, and I was like, no,
no, no, I help athletes.
That that's my lane, and I'mgonna I'm gonna stay in there.
(04:07):
But you know, talk to us just alittle bit about you know the
the decades of corporateexperience that that you have.
SPEAKER_01 (04:16):
Yeah, and I think, excuse me, I think that's the
uniqueness to just me as a humanand and what I've been exposed
to.
Um, one on the athletic side,and we can get that as a
high-level collegian athletethat has coached baseball and
softball athletes across thecountry.
Um, but from a corporatestandpoint, uh been in corporate
America for 25 years, um, had aunique ability post-athletics at
(04:40):
university um to manage my ownpeer group in my 20s, uh unique
ability to guide, holdindividuals accountable that
were of my same age in aleadership capacity.
My 25 years in corporateAmerica, I've continued to do
that lead delivery teams, earlycareer talent all the way up to
my 50s now, but I've always beenin that pocket.
(05:03):
Um, so it spans um EnterpriseRent ACAR for seven, eight
years, opening and managingmultiple rental branches.
And then for the last 16, havebeen in talent acquisition um
and recruiting for Fortune 100and 500 companies, and about 14
of those years have been earlycareer talent development and
(05:23):
recruiting.
So, really understanding thepocket of transitioning out of
university early in one's careerand really what the challenges
are from a mental healthstandpoint that they go through
just in that transition, let italone all the stressors of work
in whatever position thatthey're in that they've never
been in before.
So to be a part of kind of thethe biz side of mental training
(05:47):
plan because I've been living inthat capacity as a leader and
providing guidance to thosestruggles and stressors that
come up where there's no kind ofguidance or training around it.
SPEAKER_00 (06:01):
Yeah.
And I I think you and I, you andI had a lot of similarities
because obviously the the rootsof mental training plan do start
on the athlete side.
Like uh, you know, where wherewe where we kind of had to learn
on the fly was just me trying tohelp our football players
perform at a higher level, whichturned into, oh, the whole team
(06:24):
needs it, not just my players,which turned into all the teams
that our school need it, whichturned into all the other sports
that all the other schools alsoneed it, which is now turning
into really everybody needsthis.
And so talk talk us, talk usthrough kind of your journey
from athlete to to corporate tocoaching daughter in travel
(06:47):
softball, to you know, whereyou're at now, hitting
instruction, biomechanics,vision, adding in now the mental
training side of things, justthe maybe the the passion for
helping people that's been kindof weaved in the whole the whole
way.
SPEAKER_01 (07:02):
Yeah.
So I we will go back to college.
So to age myself, 25 plus years.
Um coming out of Mount St.
Mary College in in kind of, Iwould say upstate New York, um,
but in the Hudson Valley region,um, went into Enterprise Rent A
Car, was a student athlete,right?
And that was kind of theirrecruitment of those individuals
(07:23):
that had the attributes thatmost hiring managers look for in
any organization, drivedetermination, could
self-assess, was very coachable,um, could perform as an
individual, but also within ateam-based setting, and then was
just extremely resilient.
So that's kind of the attributesof an athlete, um, but what most
hiring managers look for.
(07:44):
So, Enterprise Rent ACAR, like Isaid earlier, went through that
program as a management traineeand then into the managerial
ranks of managing and openingrental branches.
So, understanding a PL,marketing sales, um, everything
around a business.
Um now we shift into about 2007,2008 transition to the
(08:04):
recruitment world, what I whereI've been in in essentially
human psychology andinterviewing, being able to
identify individuals throughcommunication, question and
answer, are they gonna be amatch for an organization's
hiring model or an opening uh tobe able to make an impact on
whatever that position may be.
(08:25):
Uniquely enough, then I'd turn afather and I have my firstborn,
my daughter, right?
Um, so as a former baseballplayer, obviously she was
voluntole she was gonna beplaying softball.
Um, and that turned into her ateight years old winning a
Florida State Championship forEast Bay Youth Athletics, which
then the parents said, let'splay travel softball.
(08:47):
And I said, You have no ideawhat you're getting into.
Um, that's really what startedmy coaching ranks as far as you
know, morphing into my father.
Now I am in my mid to late 20scoaching um female youth
athletes on the softball side.
Um, they ended up going on a rununder the helm of myself and
(09:07):
some of the other coaches beingpicked up by a national brand
out of Southern California, theOC Bathbusters.
So uh this small local travelteam at nine years old, leading
through 16, next thing you know,I'm across the country coaching
high-level elite travel, fastpitch softball.
And that's where I think I gotthe foundation of just coaching
(09:28):
and understanding the game andthe human a little bit more in
high stressful scenarios that Ialways saw on the corporate side
because I was living in it, um,and the stressors there, but
really at an elevated level,seeing it at elite travel, fast
pitch softball.
And I was like, wow, there's somuch crossover.
Didn't know about mentaltraining plan.
It wasn't even a thing that atthis point, it wasn't really
(09:50):
talked about.
Um, but that kind of laid thefoundation to kind of my brand.
Others developed my brand as thehitting guy, really just
understanding humans,biomechanics, kinesiology, all
of that was accelerated kind ofin 2021 when I opened Halleck's
Hitting Garage and was doingindividualized and group
organization hitting instructionand camps, um, and was
(10:14):
identified as somebody that's avery good communicator that
could chameleonize himself to aseven-year-old up to a
professional athlete, wasbrought into Louisville Slugger
Hitting Science Center, um, gottied into Dr.
Phillip Stoddard, who's the MLBconsultant for lower extremity
and ground pressure technology.
All that technology was fundedby Michael Jordan and Black Cat
(10:35):
Ventures.
So my world opened up throughnetworking because I had a
passion to just help others.
That's literally what it wasgoing back to, you know, our
commonalities, Ben, and in justa mission of helping other
people.
Um, all the while now I'mtransitioning as a recruiter and
I'm recruiting early careertalent in Fortune 100 and 500
(10:56):
financial companies across ourcountry for the Department of
Defense for our government.
So you talk about stress there.
And a lot of these weird kind ofsimilarities were coming up with
just stress levels and anxiety,fear, doubt, lack of confidence
amongst the softball, baseballworld of the athletes in
corporate America that I'mworking in and recruiting.
(11:16):
So we get to the period wherewe're at now, and you know, you
say it all the time, and usingyour tagline, really got an
understanding now over 25 yearsof corporate America coaching
athletes, being inside ofcorporate America with early
career talent or just incorporate America alone.
Um you don't have an accountantbrain, baseball brain, a sales
(11:39):
brain, you're from France, aFrance brain.
You got a human brain and in allthe pressure and high stress
moments and things that we puton ourselves, either based on
what's going on, theenvironments that we're in,
either a game or under pressureon a deadline or a matrix or
KPI, leads us to this podcastand what we're going to be doing
(11:59):
on the business side.
So for that, I'm extremelyexcited.
Again, just to help people uhand better equip them to handle
stuff that comes up in everydaylife.
SPEAKER_00 (12:12):
Yeah.
And that, you know, the thesimilarities, the more the more
that I've actually hadconversations with humans who
have been in corporate America,you know, whether that's
burnout, high pressureenvironments, talent retention
issues, promotions withoutproper leadership training for
(12:32):
this new middle management roleyou have, people who know the
job but can't lead people, fear,doubt, imposter syndrome,
decision fatigue, lack ofconfidence.
Like the the list goes the listgoes on and on.
But talk to us just a littlebit, um, maybe maybe what was
(12:53):
exciting for you about mentaltraining plan because you know,
obviously we live in thisinformation age where you can't
get on, you know, social.
Well, at least not by algorithmfeed.
I I can't open up without, youknow, somebody telling me to do
this or just go outside and gofor a walk, or you know, these
the the different ways that youcan handle things, the all the
(13:17):
flood of information, you know,all the ways that we we say, oh,
just do this, or we we say it'snot that big of a deal, like
specifically in the corporateenvironment.
What what have you seen that hasled you to to really believe in
(13:38):
this system that we're gettingready to introduce in the
corporate world?
SPEAKER_01 (13:42):
Yep.
Um, well, it stems from thefoundation of mental training
plan on the athletic side, whichis exactly the middle word
training, um, and repetition anda systemized plan or curriculum
of microlearning that you caninject within your coaching or
training for it to resonate inindividuals that have access to
(14:02):
tools that they can do tomitigate stress, worry, doubt,
fear, all the things, right?
We have that on the athleticside.
I've been using it andincorporating it since knowing
you over two years with theathletes.
And it's the biggest deficiencyon the corporate side is that
there is no training.
Um, there's new higher trainingwithin the CRM or operating
(14:25):
system that you're gonna becoming into an organization
using as far as the computersystem.
There's training on the actualjob that you were hired and
employed to now do, but toactually handle adversity, to
handle the stressors that aregonna be coming with the job, to
handle the doubt or even theimposter syndrome of I was this
(14:47):
prior to this job, and now I'mcoming in and I have to create
this new identity.
There's things subconsciouslyand consciously that are gonna
come up that would unfortunatelymay deter an employee not to
perform at their capabilities ofwhat they were hired at.
So to have an actual devisedassessment and then
(15:09):
micro-learning training, um, itjust resonates more.
Like you said, because of show avideo, I'm gonna retain it in
maybe an hour.
Is it really gonna sit with me?
I'm gonna be able to regurgitatesomething in three months when
I'm up against a projectdeadline, right?
Um so to have a have an actualsystem design for corporate
(15:29):
America that they can leverageacross the whole organization,
continuing education of mentalhealth training to alleviate
burnout, stress, help retainemployees' longevity, um, and
ultimately raise productionbased on what you wanted to do.
Um, so for that, I'm so excitedbecause I see how valuable it is
(15:53):
on the sports world, but it justwalks in parallel in the
corporate world as well.
SPEAKER_00 (16:00):
Yeah, I know on the athletic side, there was there
were quite a few coaches whothey felt like they just had a
buffet of different mentaltraining tools.
And it was like, I read thisbook once, or I, you know, I
went to this talk one time, andand a lot of times it was here,
just go listen to this podcast,which is wild to me because you
(16:22):
know, on the uh the football,I'll speak to the football side.
If you don't have a legitimatestrength and conditioning
program, you're not seriouslycompeting for state
championships at the high schoollevel.
There are no coaches anywherethat are saying, hey,
weightlifting is reallyimportant.
Why don't you go like do that athome, you know, in somebody's in
(16:44):
somebody's basement or you know,work out with your uncle in the
garage.
No, it's we're gonna make timefor this because it's important.
We're gonna have a system,there's gonna be periodization,
there's gonna be, you know, allof these things.
The the feedback, you know, itwe we need to know on the sports
world, like, is this working?
We've got teams that aretraining year-round, you know,
(17:06):
football teams that are trainingyear round to go compete in
Indiana a guaranteed 10 times.
I mean, in in a in a salesenvironment, you might have 10
sales calls in a day, in a in amorning, potentially, where
you're either quote unquotegonna win or gonna lose.
Right.
You know, and and corporateteams that or I'm sorry,
(17:29):
athletic teams that maybe theythey lack training that sticks.
You know, I know early on whenwe knew there was a problem, we
would bring in a sportspsychologist and and they would
give a talk.
And at the end of that 45minutes to an hour, it was like,
wow, that was really great.
That was really powerful.
(17:50):
And there's this group over hereof like seven guys who they
their hand they're getting soshaky, like this doesn't have
anything to do with them.
They need tools to be able tocontrol their body, and then we
got this group of athletes overhere that lack any anything
resembling emotional control.
And so it's like, how do we howdo we customize this to the
(18:12):
individual?
Um, how do we how do we teachthese tools in February that
guys are going to be able to usein a state championship game the
following November?
Um, you know, being able to justreach down into that toolbox and
grab something that works.
And I I think that's maybewhat's differentiated us.
(18:33):
Talk to us about like the thebenefit that has on the
corporate side.
SPEAKER_01 (18:38):
Um it's gonna be transcending, is what it is.
And I there's so much with theadvent of AI, um, Power BI on
the SharePoint side, there's somuch data collection um in
performance of output of ahuman.
Once they gather that trainingand development departments or
(18:58):
leaders are then saying, okay,based on this output, this is
where we want to be, this iswhere we are.
Let's give them more physic inthe sports terms, physical
training.
Let's give them more reps, likea better way to process the
output.
There's nothing internal on theactual human and identifying
(19:21):
what may be off with them, theirnervous system, what their worry
is, maybe it's focus.
We don't know, right?
All we know is we're here, we'regenerating this amount of
revenue, or we're hittingproject deadlines at this time.
Let's look at the process andnot looking at the individual
human through a training planthat can be universally spread
across the organization toimpact what they're looking at.
(19:44):
So I think that that's againoverutiling the term, the
deficiency in corporate America,but this is universally across
the globe, is that there is nointernal look at the human.
Um, if there is some mentalawareness weak.
It's exactly to our pointearlier.
They're watching a video.
You're not giving them anytools.
(20:05):
It's a motivational video thatthey're going to feel good about
something or have some kind ofself-assessment for a very short
period of time.
But in Q2, Q3, Q4 into nextyear, do they have a set of
skills that they've consistentlydedicated intentional time
blocks of training to thenemploy to bring down their heart
(20:27):
rate so they can focus more onthe next sales call because the
last person cursed them off ortold them you're the 15th person
that called me, don't ever callme.
So I think that's where I'm soexcited about all things mental
training plan.
Um, but into the corporateworld, because again, it just
runs so parallel to what we youand I both see on the athletic
(20:48):
side in all the same feelingsthat people are experiencing um
in corporate America that havezero training.
And if they they want it, right?
It's just which corporations aregoing to jump on it early enough
to really drive retention rates,hold employees, mitigate burnout
(21:09):
and drive higher revenue andservice scores.
SPEAKER_00 (21:13):
Sure.
So, you know, obviously we workwith individuals on the sports
side.
We work with athletes who justthey need to be able to perform
better.
They when the when the game ison the line, they need to be
able to make that shot, sinkthat putt, catch that pass,
whatever.
We we work with coaches, youknow, the the assistant coaches,
(21:35):
the coordinators, the I I gotpromoted up to here.
I'm now not just leadingplayers, but now I'm I'm leading
other adults also.
Um, you know, how do we so someleadership elements, some
interacting with other people,some, you know, the way that the
way that I treat someone, actaround someone is now this thing
(21:59):
that somebody else has to dealwith.
Um, you know, from a from a headcoach standpoint, building that
culture where success is kind ofthe the expectation.
And, you know, we can I I cantake you back through sports
teams and I can show you, let'slook at this decade versus this
(22:20):
decade, before we had all ofthis stuff in place and after we
had this stuff in place.
I can show you free throwpercentages, I can show you
serve percentages, I can showyou point differentials, I can
show you postseason success,state sectional, regional,
semi-state championships.
Like we have the data to showyou if you do this well, it
(22:46):
works.
There's a reason thatprofessional sports
organizations spend so muchmoney.
There's a reason that Olympics,Olympic teams spend so much
money on this.
Like it, it works and we canprove that.
And as we as we sort of shiftinto this this new business
phase, this, you know, takingthis out to corporate America,
(23:09):
in your mind, what are what aresome of those benefits that
we're gonna be able to track?
We're gonna be able to measure,those KPIs that'll show up where
we can say a year from now, twoyears from now, 10 years from
now, look, this works if you doit.
Whether that's at the individualcontributor level, you know, uh
(23:30):
somebody on sales call, like wetalked about, the middle
management level where I'mstarting to lead other people,
or that very top CEO positionwhere I'm creating this culture
and this environment wheresuccess isn't just a hope, it's
it's the expectation of what'sbeen built.
Yep.
SPEAKER_01 (23:47):
Um the the first point, it goes back to it is
it's it's a blueprint, right?
It's a blueprint for success.
Um there's gonna be so muchpartnership from a data
collection standpoint, butreally looking at across an
organization, multipledepartments, right?
You have revenue producers andyou have non-revenue producers
in an organization.
(24:08):
Everybody at some point hastasks and they have deadlines.
Um, on the sales side, it'sgonna be very, very easy.
Um, because the biggest thing onthe sales side that a lot of
organizations look at areretention rates, because it's
usually the highest turnoverbecause it's the most stressful
job and the most challenging jobinside of an organization.
(24:30):
The cost associated to turningover and hiring another
individual into yourorganization is mind blowing.
Um, so if we can retain anindividual, give them a set of
skills and tools that they canuse to carry the longevity of
that individual through anorganization, the monetary
benefit for an organization ishuge.
(24:52):
Now, on top of that, the ROI isthat person's gonna be driving
in higher production numbers,either outbound activity to go
outbound and obtain business,um, and and to retain that
business from a service level.
They're gonna be able to handlethe stressors of being a client
partner to somebody that theybrought on.
So the the KPIs or matrix aregonna be staggering when you
(25:17):
incorporate mental training intothe business world because they
will equally be able to walk inline with all of the performance
indicators, performancequarterly reviews to not only
the individual teams, theindividuals on this team, but
also scorecarding and servicelevels to clients and customers
they support.
(25:38):
So there's just gonna be so muchimpact when you can incorporate
an actually systematicblueprinted training plan, not
just for new hires, but that iscontinuing education throughout
the year through theorganization that's gonna have
multiple impacts internally andthen externally to customers and
clients that they serve.
SPEAKER_00 (25:56):
Yeah.
And I know when when we startedthis back in back in 2013 with
the the high school footballteam, I can tell you there were
not, there were not high schoolfootball teams that were doing
this.
No.
It was, you know, the the factthat we were doing anything on
the mental side of the game,which in the past had been
reserved for like professional,Olympic, big-time Division I
(26:20):
programs, the fact that we weredoing anything, that that gave
us a clear competitiveadvantage.
And, you know, I would say wehad uh about a month ago, I had
my first, I won't say the, Iwon't say the state, but it was
the it was the largest highschool in a in a nearby state,
just hired a mental performancecoach.
(26:42):
That was going to be theirfull-time job for every team and
every athlete within that highschool.
And, you know, that it's it'sgoing there's going to be a
shift as more and more schoolsbuy in, as more and more teams
buy in.
You know, just likeweightlifting is now, if you're
not training the mind, you'renot going to be seriously
(27:04):
competing at the highest levelthat you could be.
Um and in corporate America, Ithink this is this is kind of
one of those differentiatorsthat early on, you know, we're
we're not we're not here to helpsomebody, just like we're not
here to help the athlete thatjust wants to show up and wear
(27:25):
the jersey to school and be partof the team.
Like we're we're not gonnanecessarily help the the nine to
five worker that just wants togo in, punch time card, and make
it to the weekend.
That's that's not our clientele.
We're trying to reach those highperformers who are looking to
elevate what they're able to doin these high performance, high
(27:46):
pressure situations.
And, you know, just like themilitary skills and tools
trickle down into sports, eventhough our our life is not on
the line in a football game.
But by golly, if it can helpthose men and women in those
high pressure situations, youbetter believe it's gonna help
me make this kick, shoot thisbasket, sink this putt.
(28:08):
And the the same is true.
You know, if it's good enough tohelp these guys regain their
composure in game seven of theWorld Series, it's gonna help
you reset after you getrejected, after you know,
somebody loses their mind, aftera customer lights you up, after
your boss lights you up, afterfilling the blank.
(28:28):
It's it's going to help you.
And so I guess as we as we sortof look at into the future, uh
the you know, really we'relooking for four companies in
the Indianapolis area, and we'relooking for four companies down
by you in that that Tampa area,that Central Florida area, who
(28:50):
are saying, yes, we want to havethat differentiator.
We want to be able to have ourmen and women perform at a
higher level and to be incontrol of their mind and body
so they can be at their bestwhen it matters the most.
You know, talk about talk aboutmaybe who would be a good fit as
(29:10):
we look for these kind ofinitial candidates, initial
clients that we're gonna be ableto help out.
SPEAKER_01 (29:16):
Everybody.
But uh yes, there this needs tobe at every corporation, every
high school, every highereducation university.
I mean, it's just it at theperiod of time that we're where
we are, there is so muchinfluence, distractions,
stressors that are coming fromvarious angles, electronically,
out in the real world, throughour jobs, through our finances,
(29:38):
um, as husbands, fathers,brothers, sisters.
It's there's just so much rightnow in 2025.
And it's only gonna get, I don'twant to say worse, but there's
only gonna be more influence ofstress um and pressure.
But I would say the the biggestthe biggest efficiency are gonna
be, like I said, four up in theIndianapolis area, four in
(30:00):
Tampa.
This could be universally acrossthe lower 48, but early career
talent employers, I think, isthe biggest deficiency.
When you have an employer andit's just a pocket that I know
very well for 16 years thathires predominantly early career
talent, college graduates orindividuals post-graduation that
(30:22):
are in that one to five yearjust starting in corporate
America pocket.
There is so much going on from alike neurological standpoint of
that human being coming intocorporate America that they
there's just no training forthem within dealing with
everything that's going to becoming up.
(30:44):
You can talk about it, you canprep for it, you can read all
about it, but there's nosystematic training that is
injected into new highertraining and continuing
education for those employersthat really dominate the market
for early career talent hiring.
So universally across alldepartments, marketing, finance
and accounting, data analytics,technology, human resources
(31:08):
recruiting, but that that SDR,BDR, sales development
representative, businessdevelopment representative, but
anybody in outbound B2B, B2Csales, but universally any
company, this is where it'sgonna have the a dramatic
transitional impact in yourorganization in all things.
(31:28):
And the biggest thing, probably,Ben, and you mentioned it, is
gonna be culture.
Um, it's talked about, it'sslapped on walls from a branding
and marketing standpoint.
It's pushed out on social mediafor companies.
But if you want to create aculture of excellence,
high-level service, performance,you got to build it by the
individual and the human and howthey handle adversity, stress,
(31:53):
doubt, worry, lack ofconfidence, focus.
That'll be universally thenapplied across the organization
when you can work with the humanfirst.
And that's what mental trainingplan is going to do on the
business side.
Yeah.
SPEAKER_00 (32:05):
And I've got I've got a uh I've got a meeting with
a coach who he's a high schoolfootball coach here in Indiana,
and we're getting ready to haveour end of the season review
meeting, and he's getting readyto renew his subscription for an
(32:25):
obscenely low amount that I tellhim every year, make sure don't
let that credit card expire,man.
Like whatever, whatever weagreed to, as long as you want
to keep that that activemembership, we're gonna we're
gonna honor that.
So that you know, there'sthere's certainly some room
early on here for some earlyadopters to be able to get a ton
(32:46):
of value at a super discountedrate, understanding that this is
still being built out.
There, there are going to be,you know, so certainly some
learning that happens along theway, but that's that's the that
that's really the root of wherethis whole thing started.
It was let's partner up withWestfield football, which I'm
(33:10):
already coaching.
And every year, I mean, we'rewe're in it and we're gonna
figure out what's not goingwell, how do we fix it, what is
going well, the assessments, thealignment, the training, the the
ongoing, let's let's keepraising the bar, let's keep, you
know, teach the basics and thenfigure out where are we still
lacking and keep adding to thattoolbox.
(33:32):
There's there's certainlythere's certainly some big
advantages to getting that thatcustomized kind of one-on-one
service as we develop, you know,sort of the the automated
system, if you will, which isthat that's what the MTP Academy
is now on the sports side.
Yeah.
So that a team like South RipleyHigh School basketball team can
(33:56):
literally just pick it up, plugit in, do it, and see immediate
results in win percentages, freethrow percentages, all of the
above.
So, you know, I'm I'm excited.
It's certainly gonna go a lotfaster this time around because
it's already systematized.
We've already got all the toolsin place.
Um, we we've already got all ofthat, but just finding a way to
(34:19):
to fit this perfectly into whatdifferent businesses are looking
for so that we can we can overthe next you know two to five
years really build this intosomething that that is plug and
play, that we can just say, hereyou go, it's ready to train your
people.
SPEAKER_01 (34:37):
Yeah.
Well, and like I said, I'm whatI'm excited about, and I've been
very blessed and lucky over thecourse of my 25 years in
corporate America to be a partof ground floor innovation
partnerships, something new.
Um, there's some specialtyexcitement about that.
And like you said, there's somecustomization and true
(34:59):
partnerships in collaboration.
Um, so not that client number100 is not gonna get the same
level high-touch service, butthere is something special with
these first eight to 20 clientsum that will be onboarding and
and and helping through thisprocess and in being a change
agent to the way corporateAmerica is gonna have to uh
(35:22):
navigate, given one, the exit ofGen X and Boomers and the influx
of millennials and Gen Z's andeverything that they bring with
them because of what they'vegone through and how they've
been raised and brought up inour society.
I'm just ready for and superexcited, and especially because
(35:42):
of the I just have a burningpassion to help people, Ben.
Um, because it's the wave ofwhat corporate America is going
to, right?
The millennials and Gen Z's aregonna be running every
for-profit, every non-profit,state and local government,
federal, every sports team,everything.
Um, and with that comesindividuals that are very
(36:05):
empathetic, they want to becoached, they want to be given
feedback, they want to do good.
We are just gonna be the onesthat are gonna help corporations
that employ these individuals,that are gonna be run by these
individuals with an actualblueprint of training that's
consistent so they can handleall the stressors that come with
just life in general.
SPEAKER_00 (36:25):
Love that.
We're gonna be we're gonna beslow to roll out the MTP biz on
the on the website side.
But for now, if you'reinterested in in doing something
like this, you're interested insaying, hey, let's have a
conversation about what this isgonna look like from the
assessment where we figure outthe data points, where are your
(36:46):
people actually at?
Where's your culture actuallyat, to the alignment meeting,
making sure that that weinterpret the data the same way,
come up with the sameobjectives, um, the the training
itself, you know, doing it overa 12-week, you know, micro
learning type of sprint wherewe're saying on a weekly basis,
(37:07):
here's here's a five-minutevideo, 10 minutes worth of
activities, um, some coachingtouch points along the way, and
then a reassessment at the end.
If you're interested in that,you feel like this gives us a
competitive advantage.
Uh, this helps our peopleperform at a higher level.
This helps us with burnout, thishelps us with retention.
(37:28):
This helps us, you know, ourpeople are in a better mood.
They enjoy their job more, theyhave better customer
interactions, they have betterinteractions with each other.
The, you know, the culture isjust changing to, you know,
however you define success,whatever that looks like,
whether that's impact, reach,growth, what whatever that may
(37:48):
be.
Head on over to mentaltrainingplan.com, fill out the
the contact us form at thebottom, or just reach out via
social media.
It's super easy to find me.
Just search for Mental TrainingPlan, and uh I pretty much
guarantee you that I'veretweeted or reposted something
of Matt and vice versa.
(38:09):
So as we uh as we continue, um,you know, certainly excited to
partner with Matt, excited to bea co-founder on this this new
division that's gonna have uh areally big and impactful reach.
If you're interested in beingone of those first early
adopters, reach out to us.
We'd love to have a conversationand talk about you know what
(38:31):
next steps look like.
Well, Matt, thank you so muchfor joining us.
Excited for what the futureholds, excited for this new
partnership.
Uh, thank you for for what youbring, not only to mental
training plan, but also to meindividually, and certainly
appreciate your time hopping onhere today.
SPEAKER_01 (38:48):
Absolutely.
Thank you, Ben.
Yeah, I've been leveragingmental training plan on the
athletic side with the athletes'uh teams and organizations that
I coach.
I'm just equally, if not moreexcited to really impact um a
larger scale of human, which iswithin the workforce.
SPEAKER_00 (39:05):
Love that.
Well, as always, until nexttime, make your plan and put it
to work.
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